Resource and Talent Planning

RESOURCE AND TALENT
PLANNING

TABLE OF CONTENTS
TABLE OF CONTENTS................................................................................................................2
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
P1. Current labour market trends that influence talent management and workforce planning. . .1
P2. Legal requirements for the organization when workforce planning.....................................3
P3. Current skills and requirements for range of organizations..................................................4
P4. Job description and person specific documentation for effective recruitment......................6
P5. Application of various recruitment and selection methods...................................................8
P6. Stages of HR life cycle Applicable in HR contexts............................................................10
P7. Stages of HR life cycle Applicable in organizational contexts...........................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Resource planning is known as a systematic process which allows the company to make
the optimum utilization of its time and people. In the resource planning the management use the
skills of timekeeping for the management of the people and their projects in teams with a
planned budget. It is the process of the comprehending a strategy for influencing the strategy of
hiring and developing the re-attainment of the company. Talent planning includes planning of the
future needs of the recruitment in the organization. In this project the current market trends of the
labour is shown. This project also shows how these trends affect the management and the
workforce planning in the organization. In the project the different types of legal requirements of
the organization which the organization should take into account during the workforce planning
is explained. Current labour market trends are understood in this project by prioritizing on the
determination of their skills and with the help of organizational examples. This project also
provides appropriate examples for describing the job description and person specific description.
In this project talent resource planning is understood with application of different recruitment
methods. This project also helps in understanding the different stages of HR life cycle in both
HR and organizational context.
MAIN BODY
P1. Current labour market trends that influence talent management and workforce planning
Every year the business managers have the opportunity of revising their talented employees.
They can manage and retain the talents, or introduce fresh ones prevailing some talent
management systems. Talent management is the process of searching for an empty position,
hiring the correct personnel, craft the hired candidate with skills and knowledge and make the
candidate an expert for the particular position for achieving the long-lasting business objectives.
To facilitate strength in the organization and the employees the business leaders need to make
the culture of feedback the main priority of the organization (Sarfati and Bonoli, 2017). To
strengthen management and spike the productivity rates the organization needs to adopt different
tools and techniques and allow the employees to generate feedbacks from the multiple sources
like their colleagues, clients and even the superiors. The digitalization of the workplace is the
future of the environment. The companies should focus on digitalization of the workplace instead
of just introducing new technologies. Gathering everything in one place, like leave claims,
internal job postings, learning tools and different opportunities, this will provide the Human
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resource management to channelize the talent of the individuals in one direction and hence can
improve the value of time and productivity for the organization (Bui and et.al., 2017) The
flexible timings are the newest trends in the labour market. Employees are demanding to be hired
on demand and fill positions which they can work on with their full potential. The flexibility in
the work arrangement can provide the talented employees to get a freehand on their work, and
they can work efficiently and effectively. The social norm of working 8 hours or 12 hours is
changing and the employees want flexibility. The use of augmented reality and virtual reality of
tools is a major change in the labour market trends. This creates less interactive jobs for the
employees, and they can work form their workstations from their level of comfort.
Workforce planning is the process to align the ever-changing organization needs and human
strategy. The complexity of the workforce planning depends on the size of the organization.
Workforce planning is also referred as the change of an organization which happens through a
merger, acquisition or transformational change within the organization. A labour market refers to
the people who might join the organization to perform a particular job and the geographical area
from which they are coming (Mura and et.al., 2017). The different types of employment trends
have different types of impact on the workforce planning. The emergence of the workers who
leave the company but get back in order to return to their job, such decisions are often influenced
by some personal factors. The rate of hiring these boomerang employee has increased in the past
few years as they know the organization better and can act as soon as they re-join. The
boomerang workers are familiar to the work culture and can easily adapt the working process of
the company. The managerial positions are acquired by the experienced employees who are on
the verge of retirement, this provides the opportunity for the younger professional to grab this
and become the business leaders for the firm. The increase in the use of wearable technologies
and the elimination of the Analog systems has led to attract the younger generation and help
them become more efficient and effective with the use of these new technologies (Máté,
Sarıhasan and Dajnoki, 2017). The rearrangement of the office setup is to attract the top talent
candidates and to provide them with a suitable environment and get habitable to the organization.
Automation is the major force in the field of business in these past years and the rise of some
augmented reality technologies and virtual reality has increased the workforce of some
companies, although it gives the employees a less interactive job.
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